Learning and instructing can be done by various strategies. The goal is to make learner understand the topic and have a positive approach towards learning. The learner must attempt to learn what is taught and how to apply it in everyday life.
In passive learning methods, a learner typically reads content and tries to absorb as much as possible. Scenario-based learning is an effective strategy where learners are given realistic tasks and scenes. Unlike passive learning methods, scenario-based learning is characterized by a lot of interactivity.
Scenario- based learning is especially effective in corporate training. It provides the learners with situations which require analysis and problem-solving skills. Dealing with a challenge helps a learner to accelerate their thinking processes and hone their decision-making skills.
Other key benefits of scenario-based learning are:
Higher Retention: Passive learning may or may not sustain the attention of an employee, and they can miss out on certain elements which may be essential for growth. In scenario-based learning, a learner devotes their full attention throughout as they solve issues and challenges.
Involvement: Since the learner is role-playing, he gets involved in the training and experiences it in-depth, staying engaged and taking part actively throughout the training program.
Enhancement of Skills: Scenarios need a learner to put on their problem-solving hat and apply their skills. This leads to enhancement of decision-making process and other skills like time management, analytical skills, resource management, etc.
Knowledge Application: More the practicality of learning, more its application in genuine life. Since a learner gets engaged as a part of the scenario, along with better retention, it also enables the application of the learnt content in a much better way to real-world situations.
Try Again Option: Being a problem solver in a simulated environment gives you the opportunity to fail and try again without real-life consequences. A learner can take the program multiple times safely with short feedback loops. They can try unique approaches to the same situation, gaining various perspectives and enhancing their skills.
Scenario–based learning should be built only after having a detailed knowledge of the subject and understanding the audience for the training program. The scenario can be a narrative with a single character or a situation with multiple characters. The success of the training program will depend on the learners’ perspective and understanding of the thought process of the character and the situation being simulated.
The idea, ultimately, is to motivate a learner to go further into detail and trigger interest and thought. If done well, the combined use of practice and problem-solving in scenario-based learning can go and long way in building and strengthening the learner’s knowledge, skills and confidence.
With the maturing of mobile learning, the focus shifts on how to maximize its potential. In this article, I showcase approaches that will help you enhance the impact of your mobile learning strategy in 2019.
Mobile learning is the training that is available to learners on their mobile devices. It can be consumed on the go, and it gives them the flexibility to learn anytime, anywhere, and at their own pace.
Access to learning assets is not limited to smartphones. Instead, it features “multi-device” support providing additional flexibility to the learners to move seamlessly across devices during their learning journey (between smartphones, tablets, or laptops and desktops).
Over the last 2-3 years, mobile learning has transitioned from its first avatar—the mobile-friendly format—to the mobile-first format. The initial format of mobile learning was an adaptive or a mobile-friendly format that supported all devices but wasn’t fully optimized for smartphones. But the more recent format of mobile learning is the completely responsive or mobile-first format that is fully optimized for usage on smartphones. Not only does it feature interactions that align better to the way we use smartphones but also the designs adapt fully to the viewable area of each device.
It also aligns well to the changing learner expectations and demographics. Today, mobile learning is the preferred mode of training for learners and this cuts across learner profiles (not just Millennials) and resonates well with the multi-generational workforce.
What Are The Key Benefits Of Adopting The Mobile Learning Strategy?
The mobile learning strategy offers several benefits to learners and L&D teams as it:
- Aligns to the way learners want to learn (on the go, anytime, and anywhere)
- Empowers learners by giving them control on the pace they want to learn
- Facilitates a “pull” of learning vs “push” and this resonates better with the learners
- Offers a higher engagement quotient
- Can be used across learning needs (formal, informal, or social learning)
- Can be used to support Instructor-Led Training
- Can address the entire spectrum of corporate training needs (ranging from induction and onboarding, soft skills training, product training, sales training to compliance)
- Features better completion rates
- Can be used for knowledge acquisition, its application, as well as meeting specific learning needs (through instant learning aids or job aids)
- Can be used to retain an ongoing connection with learners
What Is The Value That The Adoption Of Mobile Learning Strategy Offers?
The biggest strength of mobile learning is that it aligns very well with the way learners want to consume learning. For instance, you can craft your mobile learning strategy to include learner-centric formats that sync up with their lifestyle. These could include:
- Podcasts that they can listen to during their commute to the office
- Microlearning nuggets for learning that can be easily consumed during waiting periods (and avoid carving out specific time slots for training). You can also offer microlearning nuggets as refresher nuggets to keep the “forgetting curve” at bay
- Microlearning videos for quick time learning
- Interactive videos for the application of learning
- Just-In-Time learning aids or job aids to address specific challenges or provide tips, ready reckoners, or learning summaries
- Practice exercises
- Personalized curated content
- Furthermore, you can add dollops of fun through gamified elements or make learning more immersive by using nuggets featuring Virtual Reality (VR)
- Mobile apps for learning
How Can You Enhance The Impact Of Your Mobile Learning Strategy Further In 2019?
You can enhance the impact of your mobile learning strategy by providing:
- A judicious mix of learning and reinforcements to ensure that the “forgetting curve” does not set in
- Adequate room to practice, hone skills, and gain proficiency or mastery
- Detailed feedback and remediation or recommendations to further enhance the learning
- Nudges to review, challenges, and hooks to come back for more
- A channel for informal and social or collaborative learning
- An avenue to contribute User-Generated Content (UGC)
Here is a ready reckoner of the strategies that you can use to enhance the impact of your mobile learning strategy.
1. You can use microlearning and video-based learning:
- To create buzz or awareness prior to the formal training
- For formal training
- For Performance Support
- For informal learning
- For inclusive learning (provide room for User-Generated Content)
- For social learning
2. Invest in some of the learning strategies that will deliver high-impact experiences:
- Interactive video-based learning
- Scenario-based learning
- Story-based learning
- Guided exploration
3. Retain the connection with learners by pushing nuggets that:
- Refresh prior knowledge
- Provide room for practice and mastery
- Encourage learning beyond the specified outcomes
As you have probably seen, if you want to enhance the impact of your mobile learning strategy, you need to adopt a multi-pronged approach (that cuts across learner profiles and across various types of training needs). I hope this article gives you the required insights on how you can use my pointers and step up your mobile learning strategy.
While gamification has been in use for corporate training for several years, there is still a lingering doubt on its impact. In this article, I share 7 gamification techniques for corporate training that work!
What Gamification Techniques For Corporate Training Still Work?
Gamification techniques use elements and principles of gaming to create an engaging learning experience. Some of the associated gains are:
- Higher learner motivation (to participate and complete).
- Higher engagement levels.
Gamification techniques can be effectively used to:
- Have fun and learn.
- Apply their learning on the job (by providing them practice zones featuring scenarios, similar to what they will handle in real life. Here, the learners can practice and hone their skills in a safe environment).
- A longer-term implementation of gamification techniques can influence behavioral change.
So, How Can You Make Gamification Techniques Work In Corporate Training?
Let’s take a step back and identify what the expected gains are from any learning strategy.
Your list is likely to read that it should be:
- Relevant and relatable (preferably personalized)
- Create sticky learning
- Facilitate the application of learning
- Provide room for practice and proficiency gain
- Provide reinforcement to ensure the “forgetting curve” does not step in
- Trigger behavioral change
How You Can Use Gamification Techniques For Corporate Training To Influence Each Aspect
- Step 1
Identify barriers (intrinsic or extrinsic) that might be hindering the required changes and thereby improve the learners’ motivation levels.
- Step 2
Generate interest in learning by providing relevant and personalized learning paths.
- Step 3
Create effective learning experience using scenarios, simulations, and challenges.
- Step 4
Provide feedback for performance improvement that can help learners pause and think or recalibrate their way forward.
- Step 5
Use rewards and recognition to sustain the learners’ momentum and motivation, and ensure that learners walk away with a sense of accomplishment.
- Step 6
Implement repetition and reiteration for successful change in behavior.
What Is the Impact You Will See If You Apply the Right Gamification Technique For Corporate Training?
Through the right gamification technique, you can:
- Create a sticky learning experience
- Provide reinforcement (to offset the “forgetting curve”)
- Ensure the successful application of learning on the job
- Influence or trigger the desired behavioral change
How Can This Value Be Delivered?
At EI Design, our gamification practice is nearly 5 years old. During these years, we have created successful corporate trainings that have leveraged on gamification techniques at several levels, including:
- Partial gamification (to enhance traditional eLearning courses)
- Gamified aids to support ILT
- Gamified learning path
- Game-based learning
- Gamified portals
Our Next Gen gamification techniques build up from the success of the current approaches. For instance,
- Instead of just having simple badges and leaderboards for each challenge, you can put the learner through a more complex narrative that can truly challenge him or her. The narrative is selected based on the content type, learner profile, and is aligned to the learning goals.
- Personalization holds the key to the learner’s attention, engagement, and motivation. You can use mobile apps for learning to offer a personalized learning path that is aligned to the learner’s goals. Thereby, it is relevant and more engaging.
- You can use a combination of learning strategies to gain higher impact. For instance, the usage of immersive techniques like a Virtual Reality (VR)-driven learning path that is gamified will surely multiply the impact and help you meet the learning goals.
You can opt for the following 7 Next Gen gamification techniques for corporate training and achieve your mandates successfully:
1. Longer-Term Gamification
Behavioral change requires the use of gamification over a long period of time. You can use this longer-term learning path to have milestones over successive weeks/months/quarters.
2. Periodic Checkpointing Of Learners’ Progress
Alongside, plan for a periodic assessment of learners’ progress (against the required outcomes) that can range from learning acquisition, its application, or a behavioral change.
3. Multiply The Impact
To make the learning journey more engaging, you can add immersive approaches like Virtual Reality or wearable tech in your fold.
4. Leverage On Microlearning-Based Gamification
Give the learners a “bite-sized” gamification experience.
5. Personalized Gamification
Offer personalized learning and gaming paths for learners.
6. Social Media-Based Gamification
Let the learners collaborate with peers or experts and address challenges or solve problems, much the same way they need to in real life.
7. Invest On Niche Gamification Portals
These can be designed to offer customized learning paths and elements of gamification, microlearning, and social learning.
This Seems To Be Too Good To Be True; Is There A Catch?
Over the years, I have seen several views (or misconceptions) associated with gamification techniques for corporate training.
I share 5 myths and contrast them with facts to highlight how you can make gamification techniques effectively work for corporate training.
Myths And Facts #1
Gamification in eLearning doesn’t really help learners learn.
Gamification is not just about having fun. Much like traditional eLearning, it can be used to meet specific learning outcomes.
As I have highlighted, you can map the learning goals to a gamified approach to gain better engagement. It also creates a far more sticky learning experience. The use of gamification techniques over a period of time will influence learner behavior as well.
Myths And Facts #2
Gamification cannot drive learner performance.
Several aspects of learning, including retention, an application on the job, as well as behavioral change can be influenced by gamification.
The Next-Gen gamification techniques for corporate training (highlighted earlier in the article) show you exactly how this can be achieved.
Myths And Facts #3
Gamification doesn’t provide real value to learners and businesses.
Both learners and businesses see value in this approach at several levels.
Learners love it as learning is fun, challenging, and rewarding. L&D teams find value in it on account of its wide application across varied corporate training needs. The correct gamification technique can help them deliver their goals (learning, its application, or behavioral change).
Myths And Facts #4
Gamification can’t drive learning.
Gamification can provide an effective approach to drive learning.
This is on account of its inherent features that resonate with learners and help them perform better.
Myths And Facts #5
Gamification appeals only to Millennials.
The correct usage of gamification techniques will ensure that it will be well received across the multi-generational workforce.
I hope this article will help you use gamification techniques extensively for your corporate training and my 7 gamification techniques for corporate training will help you make it work well for you.
The Most Prevailing Trends In eLearning
eLearning is a new era in the learning industry. It provides an individual with the flexibility to learn based on their own time, pace and availability. There are already many number of successful e learning platforms all over the internet like Udemy, Udacity, Teachable etc. or you can even create an e learning
platform from various custom eLearning development companies. The worth of the eLearning market was measured at $2.5 billion in 2013, $7.8 billion in 2016 and, according to numerous predictions, the number will likely grow into $15.72 billion by 2021. These figures show a huge financial contribution to the distance education field, which shows the huge potential of the eLearning market. As the eLearning industry is growing among the new generations, there are many pros and cons. Let’s have a look at those:
One of the main advantages of eLearning is that it is flexible. It helps us to cope up with our busy schedules by letting us take the courses in small sections whenever we want.
It’s something that’s more useful in our busy schedules. In eLearning, we are able to learn from any location, such as a park, a bus, train, etc, instead of a confined classroom.
In eLearning, we don’t require trainers’ fees or equipment, so it becomes more affordable. While the cost of traveling is taken into account, eLearning is a cheaper option.
The performance result after the end of each topic and module are portrayed statistically on a dashboard. It enables learners to self-assess their overall performance and improve themselves. The instructor is able to monitor their performance more easily than in traditional, offline education.
eLearning can never replace the need for a human instructor. Even if eLearning is useful in many ways, computers are able to complete all tasks due to:
Lack Of Focus
Both learners with poor concentration and those who are poorly motivated may quickly fall behind the online course. Without a fixed time schedule or a routine, it’s difficult for learners to meet specific deadlines or goals.
Lack Of Social And Cultural Interaction
In eLearning, peer-to-peer communication is minimal, which makes it challenging for some of the learners.
Learners May Feel Isolated
Without interaction with the outside world, there is a probability of feeling isolated.
Even though there are many cons as regards eLearning, there have already been many successful eLearning platforms all over the internet like Udemy, Udacity, Teachable, etc. you can make great use of. Learners engagement is of prime importance to the success of eLearning platforms. These can be effective only if they present something that catches the learner’s attention for more than just study materials, such as:
A powerful discussion forum which revolves around the course will probably be the first option that makes eLearning interactive and much more engaging. On the other hand, simply having comment boxes on the article is unpleasant and difficult for the learners.
Having questions asked after each session as a module assessment and an overall quiz for topic assessment are always interesting.
Make Iit A Visual Treat For The Eyes
The use of slideshows and various multimedia gives learners the ability to stay on the task and be easily pulled into the topic.
What The Current Trends Are In eLearning
As in every sector where changes have occurred, eLearning has also undergone some. Therefore it’s high time we discussed what the current trends in eLearning are:
For the last few years, adoption of mLearning or mobile learning has been on the rise. It is flexible, the courses provided are responsive; i.e. it can run seamlessly on desktops, laptops, tablets, and smartphones. The other main advantage of mLearning is that you can learn from wherever you are and whenever you want.
It deals with the short-term learning activity. The course that lasts for 60 minutes can be split into more bite-sized courses. It can be easier and more affordable to produce such courses and as well as to maintain them.
It employs gaming elements so as to improve user engagement. It is a technique of transforming learning into a game. In this way, you can create a high impact and immersion.
Learning through videos will continue to maintain its own appeal. As a consequence, the way interactive video turn the passivity of regular videos into rich interactive experiences will see a rise and will be utilized for formal training, too, in addition to performance and support.
While there’s a need for formal training that meets specific learning outcomes, there should be an increase in programs for casual or social learning in which students can network, discuss, collaborate, and exchange thoughts on problem-solving.
This article was first published on : eLearning Industry
Creating training videos is one of the most effective ways to develop your team, both in terms of cost and engagement. This Video highlights 6 reasons why Videos for employee training is important for their development.
Online learning is gaining tremendous popularity. It is also said to increase the knowledge retention rates from 25-60% in comparison to face-to-face training. Online learning owes much of its popularity and efficiency to machine learning (ML) and artificial intelligence (AI).
Gone are the days of one size fits all. ML and AI have made learning to become personalized and adaptive.
Every student has different educational backgrounds and thinking abilities. It is imperative to provide case studies and examples to them that they can best relate to, meaning that the course needs to be customized as per each student for better learning.
Such a high-level of customization can be achieved with a Learning Management System (LMS) that has machine learning capabilities.
Leveraging Big Data
AI provides insights based on the enormous amount of data it has collected and analyzed, which facilitates the creation of customized learning programs, faster than before. Access to these insights and data allows online learning platforms to develop a better understanding of learner behaviors and to predict needs by recommending and positioning content based on past behavior. Adaptive learning that is personalized to the individual is a powerful way to engage today’s workforce.
Personalized and Adaptive Learning
Apart from personalization, AI and ML also facilitate better optimization of course content and delivery. An online course on any cloud-based LMS is not a one-time activity. The course content gets revised based on the feedback that you are getting from the students. The feedback can be in the form of qualitative surveys or comments left by the students and the quantitative data like quiz results, ratings, and other course metrics that the LMS provides the learners.
Another big factor is gamification, which makes simple activities from documentation to interaction with customers easier. Companies like BYJU’s, Collegify, and QuoDeck are doing excellent in that front.
QuoDeck’s DIY LMS is one such product which is built on mobile and game-based SaaS platform and brings cutting-edge technology at affordable costs for SMEs, start-ups and educational institutes. Presently, the platform can be deployed within an organization whose employee strength varies from 30-1000 with different work environments.
QuoDeck uses a multivariate model including clickstream data, time spent on the system, distribution of course usage, devices used amongst many other variables to uncover patterns, correlations and other insights. Read the 2019 HR Trends in the Workplace by Kamalika Bhattacharya, Co-founder, QuoDeck Technologies.
AI and ML have been exclusively used to improve resource allocation of QuoDeck’s partners, customize learning for employees and to significantly improve their courses efficiency. In the future, the company hopes to leverage AI and Ml tools to provide a pre-designed course based on the learners’ profiles before they begin their e-Learning journey.
Collegify also came up with interesting features that help the students stay engaged on the platform while taking self-paced SAT/ACT test prep courses.
Students can choose avatars, part of a “gamified” work-and-reward approach that speaks to the target age-range and encourages consistent progress. This includes the gradual unlocking of content, in line with our pedagogy of balancing performance with difficulty and avoiding inundating students.
Content is carefully categorized and separated into incremental difficulty levels, which is then driven by AI to respond to and anticipate trends in each student’s learning and performance patterns in real time. This adaptiveness not only ensures students spend their time productively, it ensures teachers, counselors, mentors, and parents also fully understand how best to support applicants both on and off the platform.
Similarly, Byjus leverages data, ML and AI to offer personalized lessons. The focus is on making learning visual and contextual, rather than just theoretical. This helps students realize what to learn when to learn, how to learn and how much to learn. Its flexible learning style can be adopted according to the student’s learning capabilities. Now, no more mugging up, all you have to do is turn on your phones or tablets and repeat the content till you get a grasp over it.
At present, online learning, in some form or the other, is used by anyone who has access to the web. Among the numerous advantages of online learning, some of the top benefits are mentioned below.
Top Benefits of Online Learning
Easily Available Information
With online learning, information is easily available and at a lower cost. Additional costs like physical space for classrooms, equipment, etc. are reduced. Any learner from any corner of the world can have access to the global contents from anywhere and at any time. This is extremely helpful for the individuals preparing for competitive exams as they can have access to numerous study materials at the comfort of their own homes and for free.
Engagement and Better Memory Retention
The traditional education system is mostly teacher-centric and limited to only writing boards. With technology, this has changed a lot. Now, teaching is no longer only limited to writing boards. The online lessons include various animations and other visual effects to increase the engagement of the students. With better engagement, students not only understand in-depth concepts better but also retain the topics for longer.
Adaptive technology has made personalized learning possible. At present, most online learning platforms use big data and cloud computing to understand the unique learning style of the students and allow them to learn at their own pace and style.
Using online learning tools, learners can learn from the comfort of their own place, style, and time. Any individual from any corner of the world can now learn according to their own convenience. This is extremely helpful for the students as they can now download any resource, be it NCERT books, or sample papers and refer to them whenever they want.
E-learning alleviates the need for students and instructors to be located in a central place for learning to take place. This saves money that could be spent on traveling, accommodation and other uses that school-based learners cannot escape from. The time that would be spent commuting to class could be used for other duties too.
These were a few benefits of online learning. These advantages prove that online learning surely has the potential to revolutionize the education sector and can surely make learning more effective, engaging, and student-friendly.
This article was first published on Stoodnt.com
Employees today, are not just looking for companies that provide salaries and perks. They want organizations that provide engagement and promote general wellness. They are looking for jobs that help them strike a good work-life balance. As a result, HR fast needs to become an employee’s friend rather than a guardian, as it has traditionally been. This transition is not going to be easy.
Employers today already face the daunting task of transition towards a digital economy that is transforming businesses as well as their traditional HR functions. Adapting to new technologies is one of the major trends that will be visible across HR in the workplace during 2019.
A recent survey of 1200 global executives conducted by KPMG International highlights the inertia that a segment of HR managers display. On the one hand, there are forward-looking managers who are constantly harnessing resources to redefine contribution of the HR model to any enterprise. They are implementing technologies such as Digital Labour, Artificial Intelligence (AI) and Business Analytics. On the other hand, a larger segment of less confident HR managers are playing the waiting game, or are simply remaining quiet about this change in the digital landscape.
Some of the expected HR trends for 2019 and the foreseeable future, that HR professionals need to be aware of, are listed here-
Employee performance managed by managers
The organization will benefit from performance management lying in the hands of managers, as opposed to HR stepping into the workflow. The role of providing feedback will belong to the manager, and as a result of this, even poor performance will be addressed quickly and turned around faster. HR needs to be a department of productivity enablers and this change will allow the function to concentrate on becoming that.
Higher access to analytics for employees
Members of the C-Suite will have greater access to people insights and analytics than in previous years. Organizations will look to implement robust HR platforms that are user-friendly and can provide strong people analytics trends that will assist in decision-making. The C-Suite will naturally make better decisions with the help of key people analytics and hiring statistics.
Rise of the ‘remote’ workforce
A rising segment of employees today prefer to work out of remote locations instead of the office. This has entirely been made possible through recent development in technology. About half of the US workforce is expected to be freelancing, in some capacity, by 2020. HR departments will be able to use this trend to their advantage. Instead of hiring full-time employees, they should explore teams of talented freelancers and independent contractors, thereby building trust on a project-to-project basis.
Rise of micro-learning
Most adults start losing attention within as little as ten minutes and is likely to go down further. To meaningfully engage and train learners with such low attention spans, HR departments need to design training sessions that are short and impact-based, rather than long ones. More frequent and shorter training sessions will be more beneficial at workplaces. Micro-learning, as a result, will rise further as the industry norm.
Extensive use of VR, AR, game, and video
Both AR and VR are helpful during training and recruitment. A gamified application experience can be created for the recruitment of candidates, as is done by Jaguar and Land Rover. Collaborating with the band Gorillaz, they create a real setting, allowing candidates to see and experience iconic cars from these manufacturers. This is followed up with a series of puzzles that enable candidates to move forward.
In 2019, HR managers will need to plan systematically, instead of moving rapidly. This will help prevent badly created applications which may frustrate users. AI and Analytics will be able to touch every sphere they operate in, from employee engagement to recruitment and performance management. The year 2019 is likely to be the one when people analytics will finally be able to demonstrate its true potential.
This article was first published on stoodnt
Realising the need for enterprises to engage their staff in a much more creative and interesting way, QuoDecK, a Mumbai-based startup, attempts to bridge this gap with a SaaS product which uses gamification for enterprise learning market.
Established in 2010 by avid gamers Kamalika Bhattacharya and Arijit Lahiri, the platform uses interactivity and games to engage enterprise learners and use that to capture data, which in turn gets used to improve the learner’s experience. “While a lot of learning is needed as it a functional understanding, the way in which it is delivered does not evoke any sense of excitement or feeling from the employees that it is being done for their betterment. So, two of us started looking at ways to improve this scenario and that’s when QuoDeck born in 2010 as a result of this,” says Bhattacharya, who worked with startups and raised private equity and venture capital in her previous stint.
At the core of its platform is gamification, which has been leveraged to make simple activities from documentation to interaction with customers easier. For this, the platform relies on game-based learning and storyline-based games which are used to create an entire course. “For instance, a big requirement in insurance, banking, pharma, and retail sector is conversation simulations which teach people how to talk by simulating a chat with a customer. This is method can also be used for sales training as well as customer service training,” Bhattacharya explains.
QuoDeck’s DIY LMS is one such product which is built on mobile and game-based SaaS platform and brings cutting-edge technology at affordable costs for SMEs, start-ups and educational institutes. Presently, the platform can be deployed within an organisation whose employee strength varies from 30-1000 with different work environments.
AI and ML works at the back end
Analytics, artificial intelligence (AI) and machine learning (ML) have been used at the back-end to process a large number of different datasets. This data is then used to gain valuable insights about learner behaviour and provide them with updates on their progress. It also provides companies with updates on their employees’ performances. “At QuoDeck, we use a multivariate model including clickstream data, time spent on the system, distribution of course usage, devices used amongst many other variables to uncover patterns, correlations and other insights,” Bhattacharya adds.
AI and ML have been exclusively used to improve resource allocation of QuoDeck’s partners, customise learning for employees and to significantly improve their courses efficiency. In the future, the company hopes to leverage AI and Ml tools to provide pre-designed course based on the learners’ profiles before they begin their e-Learning journey.
QuoDeck’s enterprise version is currently deployed in more than 35 global companies and has over four lakh learners. However, the company hopes to increase their user-base to six lakh people by the next three months and leverage AI and ML for increasing their productivity. “We see the next big potential in affordable, DIY, SaaS-based LMS for smaller and medium organisations. The second growth area is for LMS in moving up the value chain of services, from delivering content to providing AI/ML driven actionable to drive up productivity,” Bhattacharya concludes.